You are a manager who believes that a number of people on your team could benefit from having better negotiation or sales skills. You select a course and arrange for your staff to attend. They spend two days attending the course and come back to the office with lots of enthusiasm and confirm to you that the course was highly enjoyable.The team has been trained and this can only be good news for the business. Or is it? Managers expect to see an immediate impact as a result of the training and if it does not happen quickly (and often automatically) the managers usually come to the conclusion that the training was a waste of time.
The above scenario outlines the typical approach that a large number of managers and companies adopt when it comes to training. Simply identify a skill deficiency, build or find a course with the “right” learning objectives, send your staff to the course, and assume everything is now fixed – yet it rarely is. This white paper delivers five-step process that will help your organization assess your real business needs, align your solutions with your corporate strategy, deliver active learning, increase accountability and measure results.